Our approach is, and always has been, to build long term partnerships with both clients and candidates as we know this produces great results time and time again.
Recruiting in the senior and executive HR market is best achieved on an exclusively retained basis and requires a strongly networked approach which can be coupled with advertised selection and/or search where needed. It is our experience that in most cases a combination of methods secures the most complete shortlist and ultimately the right candidate for a position. Our recommended solution will depend on the particular circumstances of the organisation, the nature of the role as well as the conditions of the current marketplace.
In the case of Interim Management positions, we have an excellent network of experienced and referenced Interim Managers with a wide range of HR knowledge and skills. These individuals are almost exclusively remunerated on a day rate basis, will often provide senior level support at short notice and be employed on flexible arrangements to suit timescales and budgets.
We concentrate on delivering straight-forward effective recruitment solutions that free up our clients to focus on other business issues. In other words, we take complete responsibility for the recruitment process.
Our approach is to work in partnership with our client to produce the best result for all parties. We do this in the following way:
- Investing time and effort upfront in understanding your organisation, its culture, values, structure, history, politics and commercial environment so that we can assess and judge candidates who would be a good organisational fit.
- By discussing, debating and challenging the role specification so that it is a detailed, accurate and realistic overview of the role you are looking to recruit. This may mean re-working the job spec or changing its emphasis in some way. Once all parties are happy, we advise on the most likely method(s) to ensure the best choice of candidates.
- Together we’ll agree a detailed proposal, timescales and candidate brief, so that we can ensure that we understand exactly the type of person we need to find for you.
- All identified candidates undergo a detailed interview with Purple House Executive examining their skills, technical HR knowledge, working style and importantly, their motivations. It is vital that we invest this time with our candidates to assist them in making the right career decision. At this stage we also start reference-checking and can include ability tests or personality profiling if required.
- We will present a strong short list of appointable candidates that meets your requirements including a detailed interview assessment. This could also include a competency-based interview against your organisation competencies or an alternative agreed list and/or the results of ability tests or personality profiling tests. We advise and support our client on the best selection and assessment methods, a critical part of making a successful and enduring hire.
- Following your interviews with the shortlisted candidates, we will seek feedback from both parties to ensure the process is kept on track. Detailed, honest and constructive feedback is given promptly and expectations are well managed .
- As an offer evolves, we can continue to manage the process in full, including package negotiations, to navigate to a successful conclusion. Once an acceptance is achieved, we stay in touch with all parties to ensure the process stays on track.
- Once a candidate commences employment we are able to provide further support by way of mentoring and coaching. This has been proven to speed their assimilation into the organisation, to adapt to the new culture as smoothly as possible and essentially, to speed up the candidate’s effectiveness in their role.
- We understand that every candidate, successful or not, puts in a great deal of thought into their application. On your behalf, we therefore aim to offer everyone the chance to take something positive from the selection experience that they can use in the future.
